Director of Customer Enablement

We need to output HTML fragment with sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. The posting includes: Title, Department, Location, About Lexipol (company description), The Work (description), Key Performance Objectives (list of areas), Required Qualifications (list), Preferred Experience (list), Target Outcomes/Success Metrics (list), Compensation And Benefits (some info), About Lexipol (again), EEO boilerplate (to remove). We need to map to sections. We should not repeat job title as heading. Use

for section headings. We need to decide which sections to include: - About the role: Could be "The Work" description. That's substantive. - Responsibilities: Could be derived from Key Performance Objectives areas (Strategy and transformation, Scalable customer learning, etc.) Those are responsibilities. - Requirements: Could be Required Qualifications. - Qualifications: Could be Preferred Experience? Or maybe combine Required and Preferred? But we need separate sections if content exists. We have both Required Qualifications and Preferred Experience. Could map Required Qualifications to "Requirements" and Preferred Experience to "Qualifications" or "Skills". However "Skills" could be derived from technology and AI fluency etc. But we can treat "Qualifications" as Preferred Experience. - Skills: Could be extracted from Required Qualifications bullet points like leadership experience, transformation record, etc. But maybe better to put skills under "Skills" section: list of skills like leadership, strategic planning, program design, technology/AI fluency, data-driven management, people leadership, executive influence, operational discipline. However we must not invent details; we can list those as they appear in Required Qualifications. That's okay. - Benefits: Compensation And Benefits includes base salary, incentive, 401(k) match, flexible PTO. Also maybe mention "competitive base salary, monthly, quarterly, or annual incentive and a comprehensive benefits package including 401(k) with Company match and a flexible paid time off plan." That's benefits. - Pay: Could be "Targeting base salary of $150,000 plus annual bonus." That's pay. - Schedule: Not mentioned; remote location but no schedule specifics. So we should not include Schedule section. Also we have "About Lexipol" company description; could be included under "About the role" or maybe a separate "About the company" but not in allowed headings. The allowed headings are limited to those list. We could put company description under "About the role" as part of role description. Or we could omit because not required. But we need to preserve ALL substantive information; we cannot omit company description. However we can incorporate it into "About the role" section as a paragraph. We must remove boilerplate like EEO, navigation, legal, duplicated lines, application instructions. Also remove "About Lexipol" duplicated? There's two About Lexipol paragraphs: one near top after location, and another later near bottom. We should keep only one instance (maybe the first) and drop duplicate. Also remove "Targeting base salary of $150,000 plus annual bonus." That's pay; we will include in Pay section. Also "Compensation And Benefits:" section includes base salary, incentive, benefits. We'll include in Benefits section (maybe also Pay). But we need to avoid duplication: Pay section for salary, Benefits section for benefits. We need to ensure we don't create sections with filler like "commensurate with experience". Not present. Now craft HTML. Structure:

About the role

... combine The Work description and About Lexipol company description.

Responsibilities

• Strategy and transformation: Define a multi-year customer enablement vision and roadmap. Assess the current team, programs, content, technology, and processes; then redesign the function to deliver consistent experiences at scale.
• Scalable customer learning: Build a role- and lifecycle-based learning ecosystem that extends beyond weekly webinars. Use on-demand courses, learning paths, certifications, short-form video, guided practice, office hours, peer learning, community, and targeted live programs based on the job customers are trying to complete.
• AI and technology adoption: Develop a practical roadmap for AI, automation, and digital adoption technology across customer education and self-service. Apply these capabilities to personalize learning, recommend next-best content, accelerate content production and maintenance, improve search, support multiple formats and audiences, and reduce manual work. Establish appropriate human review, data privacy, security, accessibility, and content-quality controls.
• Customer lifecycle enablement: Partner with Customer Success, Professional Services, Support, Sales, and Marketing to define the right education at onboarding, implementation, adoption, value realization, expansion, and renewal. Design programs around customer personas, product maturity, risk signals, and desired outcomes.
• Product and release readiness: Create a repeatable partnership with Product and Product Marketing so customers receive clear, timely education for new products, features, workflows, and changes. Use enablement insights and learning behavior to inform product decisions and improve the customer experience.
• Content and knowledge operations: Establish standards, governance, ownership, and review cycles for customer-facing learning and knowledge content. Improve information architecture, findability, accessibility, and accuracy while retiring outdated or duplicative materials.
• Measurement and business impact: Define the scorecard for customer enablement, including time to value, activation of priority capabilities, depth of adoption, learning completion, competency, self-service success, ticket deflection, customer effort and satisfaction, and influence on retention and expansion. Use data to prioritize investments and continuously improve the experience.
• Team leadership and capability building: Lead, coach, and develop the Customer Enablement team. Redesign the structure, roles, skills, capacity, workflows, and decision rights required for the future-state model; establish clear performance expectations; and create a culture of experimentation, accountability, and customer focus.
• Cross-functional operating model: Align senior leaders across Customer Experience, Product, Marketing, Sales, and Operations on priorities, ownership, launch readiness, and measures of success. Establish planning rhythms and feedback loops that keep enablement connected to company strategy and customer needs.
• Business and resource management: Own the enablement technology portfolio, budget, vendor relationships, capacity plan, and investment recommendations. Build clear business cases and make thoughtful build, buy, and partner decisions based on customer impact and scale.
• Customer and industry engagement: Engage directly with customers to understand how they learn and where they encounter friction. Represent Lexipol in selected customer forums, conferences, and industry events when executive enablement leadership is valuable.

Requirements

• Leadership experience: 10 or more years of experience in customer enablement, customer education, digital adoption, customer success, learning and development, or a related SaaS or technology function, including at least four years leading teams.
• Transformation record: Demonstrated success assessing, redesigning, and scaling a customer enablement or education function. Experience establishing a new operating model, not only managing established programs.
• Scalable program design: Experience building persona- and lifecycle-based learning across multiple channels, such as customer academies, learning management systems, certifications, digital adoption tools, knowledge bases, community, in-product education, and live programs.
• Technology and AI fluency: Practical experience using technology, automation, analytics, and generative AI to improve learning quality, personalization, reach, speed, and operating efficiency. Sound judgment about human oversight, security, privacy, accessibility, and responsible use.
• Data-driven management: Ability to define measurable outcomes, instrument programs, interpret product and learning data, and connect enablement investments to customer adoption, support demand, retention, expansion, and business value.
• People and change leadership: Strong record of setting direction, developing talent, leading through change, and holding teams accountable for outcomes in a fast-moving environment.
• Executive influence: Clear written and verbal communication, sound business judgment, and the ability to align senior stakeholders and drive decisions in a highly cross-functional organization.
• Operational discipline: Experience managing budgets, vendors, technology platforms, content portfolios, and multiple strategic initiatives with clear priorities and reliable execution.

Qualifications

• Public sector experience: Background serving public safety, government, regulated industries, or other complex customer environments.
• Complex SaaS portfolio: Experience enabling customers across a multi-product platform with varied personas, maturity levels, and use cases.
• Digital customer success: Experience partnering with Customer Success Operations on digital engagement, customer health, segmentation, and scaled customer-success motions.
• Learning expertise: Knowledge of adult learning, instructional design, knowledge management, accessibility, localization, and learning-platform administration.
• Community and certification: Experience building customer communities, credentialing, or certification programs that strengthen adoption and customer capability.

Skills

• Leadership and team development
• Strategic planning and transformation
• Scalable learning program design
• Technology and AI fluency
• Data-driven decision making
• People and change leadership
• Executive influence and stakeholder alignment
• Operational and budget management

But we must ensure we don't invent content not in posting. The skills list above is derived from the Required Qualifications bullet points; we can phrase them as they appear. For example: "Leadership experience", "Transformation record", etc. Those are already in Requirements. For Skills we could list items like "Leadership", "Strategic planning", "Program design", "Technology/AI fluency", "Data-driven management", "People leadership", "Executive influence", "Operational discipline". Those are essentially same as requirements but maybe okay. However we risk duplication. Perhaps better to omit Skills section if it would be redundant. The instruction: Prefer a few substantive sections over many thin ones. So we could combine Required Qualifications and Preferred Experience into Requirements and Qualifications sections, and maybe not include Skills. But we need to include Skills only if there is real specific content for it. The posting does not have a distinct "Skills" heading; but we could extract skills from the qualifications. However that might be considered inventing a section. Safer to omit Skills section. Similarly, Benefits: we have compensation and benefits paragraph. We'll put that in Benefits section. Pay: we have targeting base salary $150k plus annual bonus. We'll put that in Pay section. Schedule: none. Thus sections: About the role, Responsibilities, Requirements (Required Qualifications), Qualifications (Preferred Experience), Benefits, Pay. Now craft About the role paragraph: combine The Work description and About Lexipol company description (first occurrence). Let's write:

The Director of Customer Enablement will lead the transformation of Lexipol's customer enablement function from a primarily live-training model into a scalable, technology-enabled experience that helps customers reach value faster, adopt more of the solutions they own, and succeed throughout the customer lifecycle. This leader will set the vision, build the operating model, develop the team, and create an integrated enablement system that includes a customer academy, self-service learning, in-product guidance, knowledge resources, community programs, office hours, live education, and AI-assisted support. The Director will be accountable for measurable customer and business outcomes, not training activity alone.

At Lexipol, our mission is to create safer communities and empower the individuals on the front lines with market-leading content and technology. Our top-notch team works closely with law enforcement, fire, EMS, corrections, and local government professionals to tailor our solutions to better address today’s challenges and keep first responders coming home safely at the end of each shift. Working at Lexipol means making a difference – day in and day out.

That's fine. Now Benefits paragraph: